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How to approach Employee Development Planning (EDP)

By Poul Langagergaard

Everyone can develop themselves; this statement reflects a positive view on life.

In the pyramid on the left, the bottom layer represents a personal foundation for each individual. This consists of certain personality traits and potential, founded deeply on genetic inheritance and the early years of development. This personal foundation is difficult to influence. On top of this are two layers which we group together as ‘Competencies’: Knowledge, Skills and Behaviour.

Competencies can be developed.

When you want to get your driver’s licence, you need a certain amount of knowledge and acquire certain skills. If you possess these at a satisfactory level, you’re likely to pass the test and get a licence. But this does not necessarily mean you are qualified to drive a car in peak-hour traffic in central London. Experience is also required – the development of habits and behaviour – that enable you to act appropriately and safely when suddenly faced with an unexpected situation. This is the tip of the triangle.

Employee Development Planning (EDP) focuses on the development of competencies.
 
EDP must take each element into account: knowledge, skills and behaviour.
 
EDP must also deal with the challenges for each employee, which can be both professional, personal and relational/social in nature. Each employee must be viewed as a whole and individual person.